Eleven Reasons Why Training and Development Fails

http://www.roiinstitute.net/wp-content/uploads/2014/12/Eleven-Reasons-Why-Training-and-Development-Fails.pdf

A summary of the Eleven Training points are here:

  1. Lack of alignment of Business Needs.
  2. Failure to recognize non-training needs.
  3. Lack of specific focus and direction.
  4. Solution is too expensive.
  5. Training is viewed as an event or series of events.
  6. Participants are not held accountable for results.
  7. Failure to prepare the learning environment.
  8. Lack of Management Support
  9. Failure to isolate the effects of training.
  10. Lack of involvement and commitment from Executives and management.
  11. Failure to provide training results and feedback.

 

How my philosophy addresses these points

Lack of alignment of Business Needs:  In-depth analysis of the training is aligned with measureable results to fit the business needs.  If it cannot be measureable, we don’t design or include into the training plan.  However, some training is mandated by OSHA or other government regulations.  When this is the case, the ROI changes from a profit based model to a cost-reduction based model.  With that said, when dealing with cost-reduction models, the focus is to reduce the training to a cost effective model by limiting unnecessary cost factors.  This could simply mean incorporating more web based and virtual technologies to reduce travel and instructor led training costs.

Failure to recognize non-training needs:  This one is easy.  Sometimes managers want to train on events that are not really training related.  The hard part is telling managers no and then explaining why.

Lack of specific focus and direction:  Developing strategic objectives aligned with the measurable objectives.

Solution is too expensive: A well planned and detailed ROI will illustrate why a training program is actually not expensive but can actually generate money.  In the case where training is for a cost-reduction based model, the ROI will show how money is saved.

Training is viewed as an event or series of events:  Most leadership views training as a one-time event or series of events.  Training must developed with long term results in mind and tracking of those results.  Training should be geared for at least one year measurable analysis.  Again, the full training event takes into consideration the cultural and behavior changes through training.

Participants are not held accountable for results:  Training Plan should include post-training expectations and accountability agreements.

Failure to prepare the learning environment: Training environment, location and timing are all key to effective training.  This is explained in further detail.

Lack of Management Support:  Management expectations and role in training has to be outlined and agreed by all management.

Failure to isolate the effects of training: Training Goals and expectations identified and outlined with goals and proven in the ROI results.

Lack of involvement and commitment from Executives and management:  Again, management must fully support the program and hold other managers accountable as well.

Failure to provide training results and feedback:  Without the ROI, what’s the point?  All five levels will and need to be accounted for.